I focus on using the Internet, Inside Sales, Lead Generation, Gamification, and Social Media to grow business. I'm also an American who cares enough to speak up and a serial entrepreneur with a short attention span, so I need things to work really fast.

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1 Thing New Hires Can Do That Others Can't

I was the newly hired Director of Marketing working for Paul Allen (the lesser) and Dan Taggart at Infobases, Inc., in Provo, Utah.

It was my first day at work.

Walking in the front door of the rather run down, red brick office building I stepped up to the receptionist desk and began introducing myself.

New hires notice the bright orange extension cord that nobody else does

As I was talking to her, I noticed a bright orange extension cord plugged in to the wall right behind the desk. It looked like somebody had tried to hide it behind the planter box. But it wouldn’t be easily hidden. I noticed it took a right turn down the hallway to the left of her desk and went into an office two or three doors down.

I asked her, “What’s with the orange extension cord?”

She replied, “What orange extension cord?”

I pointed it out and said, “That one, right behind you.”

“Oh,” she said as she turned, “That’s been there a while.”

I thought to myself, “Really? It’s bright orange!”

Later in the week after I had settled in and we were having an executive planning meeting I casually asked Paul and Dan about the unsightly orange extension cord in the entryway foyer. I was quite surprised with another “What orange extension cord?” Then they seemed to remember and one of them rehearsed that somebody in the office had a circuit in their office that kept tripping the breaker and ran the cord to their office so they could work and plug in a small fridge.

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Fantastic job explaining this important point! It’s so true that people get caught up in work/routines and often become complacent.

In entrepreneurship, too many businesses think everything is going fine and do not solicit feedback or a second opinion. Extra sets of eyes are extremely important to help keep your business moving forward, as opposed to nowhere or backwards.

Hopefully many people will read this. We’ll definitely be mentioning it on Twitter!

I remember looking at a software package that trained users how to perform certain tasks instead of coding those tasks in a meaningful way. In addition, I’ve found that some Orange Extension Cord problems can only be resolved if management see the need for change.

Sometimes its not management that needs to embrace the change. They have brought you in to do that. the problem sometimes lies with people that are part of the ‘fabric/furniture’ of the company.

I have started a new role recently and management got me in to do just that. Make positive changes. This has however ruffled a few feathers amongst the employees that have substatial time on their side and stronger relationships with people that ‘do not like change’

You called that right. Upsetting the “status quo” by causing change/improvement is often fought by the very people who would benefit. I’ve learned if we help them understand the “Why” they can deal with the “what” or “how”.

I think the key is ‘time’. People need time to adapt new and old. Its very easy to come in to a new organisation and see why it hasnt worked or what has gone wrong. But only ‘time’ can change things. We need to be given time as new employees to address the problems. Management understand this to a degree but they want quick solutions as it cost money. I find people in all walks of life including me are scared of change but its fundemental part of life and society. I enjoy the challenge of getting colleagues to think my way and point out that change does not have to mean conflict. If anything it will help reduce internal process and free up valuable time. Im a recruiter so speaking from my perspective of course.

An excellent reminder for all of us to open the window for new people to be transparent and offer ideas that could actually improve the way business gets done. Too often we implicitly send the message, “the way we do it here works, so tread lightly if you want to have your feedback count.” This sets new people up to be “YES” employees (B-players) vs. true game changers (A-players)… I’ve not yet met an employer who doesn’t give this ethic some lip-service, but it is truly rare to see it work in real life where new employees actually feel their input is not only welcome, but that management genuinely desires to hear it and legitimately places value on what they have to say. You perfectly articulated here WHY this is good business practice.

The best leaders in business are good listeners who maintain open feedback loops.